The Ivors Academy, the UK’s professional association representing songwriters and composers, has published its first annual gender and ethnicity pay gap report.
The report is based on the pay of 14 members of staff, which is considerably under the Government threshold of 250 employees that requires companies to publish information about gender pay gaps, and no organisations in the UK are currently obliged to publish ethnicity pay gaps.
The Ivors Academy acknowledges that reporting on the pay of a small number of staff has challenges, as one or two employees can significantly alter the results.
As a result, the report includes figures excluding and including its chief executive Graham Davies, who identifies as a white male.
The tables below show the mean and median gender and ethnicity pay gaps at The Ivors Academy, excluding and including the chief executive’s salary, with comparisons to the national average.
This is based on a snapshot of staff pay on April 1 2021.
Excluding the chief executive’s salary:
Gender pay gap: mean = 0.1% / median = 17.2%
National average: mean = 17.3% / median = 35.3%
Ethnicity pay gap: mean = 32% / median = -11.6%
National average: mean = 26% / median = 21.7%
Including the chief executive’s salary:
Gender pay gap: mean = 19.4% / median = 21.6%
National average: mean = 17.3% / median = 35.3%
Ethnicity pay gap: mean = 38% / median = -11.6%
National average: mean =26% / median = 21.7%
Excluding the chief executive’s salary, the Academy does not have a mean gender pay gap and the median is significantly lower than the national average.
While there is a mean ethnicity pay gap, 6% above the national average, the Academy does not have a median ethnicity pay gap.
Including the CE’s pay, there is a gender pay gap – the mean is 2% above and the median is 14% below the national average.
The mean ethnicity pay gap increases by 6% by including the CEO’s salary, but calculated using the median, there is not an ethnicity pay gap.
Annual pay gap reporting is one part of the Academy’s action plan to champion equality, diversity and inclusion across all of its work.
The report includes a set of practical actions to support a diverse workforce and inclusive culture including reviewing how staff are recruited and developed, and supporting leadership development at the Academy.